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godpikachu

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About godpikachu

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  1. Well i would but the cars pretty much undriveable now that the water pumps blown, it had a massive overheat when i was bringing it back so in all liklihood the head gasket is buggered now as well. Sorry if the explanations a bit confusing, but this is the first time ive ever had this kind of problem, and i havent been driving all that long (just shy of 2 and a half years) The main jist of it is is that i was expecting him to do the MOT there (he even said thats what he was going to do) but instead hes taken the car somewhere else and in between me dropping it off and picking it up,
  2. also, i forgot to mention, he quoted me a price of over £1000 to fix all the faults (the car didnt cost that much when i bought it), however when i have looked at the cost of parts, the total amount for all the parts i would need comes to less than £400.
  3. Not sure if theres anything in this but id like a second opinion. Last thursday I took my car (57 plate Ford KA) into a local garage for its MOT. The garage owner said the cost would be £50 but this would include a service as well. Aside from there being a dent in the bodywork (which was there when i bought the car and is not critical damage), the car itself ran fine. A few weeks prior to this i had some work done on the brakes at the same garage, he said he had also had a look at the power steering and suspension as well but found no faults with it. I returned 2 hours lat
  4. Ok, so theye gotten back to me today, although by telephone, i did ask for their reasons to be put in writing (either by letter or email) but this request has been refused (says a lot dont it?) anyways, the reason they have given is thus:- This would be fine, were it not for the fact that employees who work direct for the company in the same job ARE paid a higher rate of pay and receive better benefits when on a company contract as opposed to an agency one. I suppose i had best start looking for someone to give me proper legal advice eh?
  5. well, i did speak to them yesterday morning and again they just said that they were "exempt". I asked them to state exactly why they believed they were exempt and to put said reasons in writing, and was told they would get back to me. as yet, nothing. the woman i spoke to sounded unsure and rather taken aback when i asked for this, almost as if she was just supplying a "stock" answer that usually works whenever the subject comes up.
  6. Well, this is the comparitor i have, who works at the same depot:- This is my situation:- As i said in one of my earlier posts, one of the other guys who works at the depot for the same agency has worked there for the past 3 years, and has been on permanent nights the entire time, he has had written assurances of pay rises/promises of night rate pay on several occasions, however they have always failed to materialise.
  7. so, what "exemptions" are they trying to cite here?, or are they just trying it on?
  8. thanks for that, if im reading it correctly, they are not "exempt" as they claim, as i have not had any rights extended to me that are extended to company workers, nor am i paid when in between assignments.
  9. no, i do not receive any pay when not working, and i have never received any kind of contract of employment. The only thing i have signed was a document confirming my bank details, which also incidentally stated my rate of pay would be £6.50 p/h for the first 4 weeks, rising to £8.50 p/h thereafter, as of today, i am only being paid £6.31 per hour.
  10. I have been employed via an agency for the past 12 months. Recently i was made aware of the "Agency workers regulations act 2011" by a friend who is a union rep. According to him, after 12 weeks of continuous employment on the same assignment, i should be entitled to parity with the wages of company employees etc, as it stands, i am still only receiving minimum wage, whereas others in equivalent positions are receiving £2.50 per hour more for doing the same work. I contacted my agency to query this, and was told that they were, and i quote, "exempt from this legal ruling", but they were unwi
  11. whenever you recieve anything in writing from your employer it should be treated as official, and thus something to worry about. in your case they hav einformed you of your rights and because they have then lulled you into a false sense of security you havnt exersized them. ALWAYS exersize your rights, they are there for a reason... make mention of this at the next meeting you go to, ask them to explain exactly why you are being penalised for a non-existant T&C... Trust me on this, PC World abandoned personal sales targets in 2006, due to repeated critisis
  12. ok, this is blatant discrimination. first step:- Ring ACAS...NOW! 2nd step:- file an official written complaint with your manager stating that you are being discriminated against based on the fact that you have fallen pregnant. Also state that you consider your impending redundancy to be unfair and that at no time have they consulted you or completed a correct (and legal) redundancy process, and that should you be made redundant, you will immediatly file for an unfair dismissal tribunal based on discrimination, harassment and failure to carry out redundancy proceedures in t
  13. oops!, didnt see that :s.. anyways... ok, so you have 32 months (2 years, 8 months) service, so you fully qualify for tribunal aid and, if required, redundancy pay. ok, the first step here would be to make a written grievance to the stores HR department, detailing that you believe that you are being unfairly penalised due to the store not being able to drum up enough custom in order to help you acheive your sales target, in addition, you feel you are being victimised as your manager keeps giving you warnins without allowing you the right of appeal. ask them to sh
  14. your employment will have been transferred to the new owners via the TUPE system, and as such any and all existing conditions at the time of transfer still apply to you. if they get you to sign a "new" contract, then all your T&Cs from before are rendered null and void, and you have to abide by the terms of your new contract. if you refuse to sign a new contract, and you are not obliged to sign a new one either, they can do absolutley nothing to penalise you, as under the TUPE system they have to honour your previous T&Cs, even though you havent been given one. should th
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